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The Structure Of Career Plateau And Its Concequences

Posted on:2006-01-12Degree:MasterType:Thesis
Country:ChinaCandidate:B G XieFull Text:PDF
GTID:2167360152495197Subject:Basic Psychology
Abstract/Summary:PDF Full Text Request
Ference and his colleagues developed the concept of career plateau in 1977. So far, the researches on career plateau had been about 30 years in the Western. But the domestic researchers and the practitioners newly began to make concern about the phenomenon. Although, the researches on career plateau in the Western had gone through relatively long period of time, it had some problems, such as lack of process studies and impressive measurement scale, very narrow conceptualization of career plateau and ambiguity of relationship between career plateau and some important organizational effective variables. Aiming at these problems, this study carried on the research into career plateau in the cultural background of China, after enriching the concept of career plateau in theory.The process of this study was divided into 3 stages: Firstly, measurement scale for career plateau was compiled. Based on relevant literatures, the researcher collected 30 items measuring career plateau. After discussion and evaluation of items, 17 items were accepted; Secondly, measure in advance was implemented. Through advance measure, the study collected 219 valid data from 4 different companies. By using the exploratory factor analysis, the study deleted an item with different meanings. The second exploratory factor analysis indicated that the measurement scale for career plateau had three dimensions, namely hierarchical plateau,content plateau and centralizing plateau; Thirdly, formal measure was implemented. This time, the scales for career plateau(16 items), job satisfaction(20 items), organizational commitment(9 items) and turnover intentions(4 items) were added to the formal questionnaire all together. And 288 valid data were collected. The confirmatory factor analysis and model comparison indicated that the three-component structure model was optimal. This result confirmed the theoretical construction of three dimensions of career plateau. Then the study deeply analyzed the relationship between three dimensions of career plateau and job satisfaction, organizational commitment and turnover intentions, after the reliability analysis of measurement scales. Besides, the study primarily analyzed the effect of demographic variables on career plateau.
Keywords/Search Tags:career plateau, job satisfaction, organizational commitment, turnover intentions
PDF Full Text Request
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